Download JHS Recruitment and Selection

Recruitment and Selection Policy Statement
1.
The safe recruitment of staff is the first step to safeguarding and promoting
the welfare of children in education. The school is committed to safeguarding
and promoting the welfare of children and young people and expects all staff,
volunteers and other workers in the school to share this commitment. It is
recognised that this can only be achieved through sound procedures, good
inter-agency co-operation and the recruitment and retention of competent,
motivated employees who are suited to, and fulfilled in the roles they
undertake.
2.
This school recognises the value of, and seeks to achieve a diverse
workforce which includes people from different backgrounds, with different
skills and abilities. The school is committed to ensuring that the recruitment
and selection of all who work within the school is conducted in a manner that
is systematic, efficient, effective and promotes equality of opportunity.
Selection will be on the basis of merit and ability, assessed against the
qualifications, skills and competencies required to do the job. The school will
uphold its obligations under law and national collective agreements to not
discriminate against applicants for employment on the grounds of age, sex,
sexual orientation, marital status, disability, race, colour, nationality, ethnic
origin, religion or creed.
3.
The school will implement robust recruitment procedures and checks for
appointing staff and volunteers to ensure that reasonable steps are taken not
to appoint a person who is unsuitable to work with children, or who is
disqualified from working with children, or does not have the suitable skills
and experience for the intended role.
4.
The school will ensure that the terms of any contract with a contractor or
agency requires them to adopt and implement measures described in this
procedure. The school will monitor the compliance with these measures and
require evidence that relevant checks have been undertaken for all workers
deployed to the school.
5.
The following pre-employment checks will be required:
 receipt of at least two satisfactory references*
 verification of the candidate’s identity
 a satisfactory CRB disclosure.
 verification of the candidate’s medical fitness
 verification of qualifications
 verification of professional status where required e.g. GTC
registration, QTS status (unless properly exempted)
 the production of evidence of the right to work in the UK
 (for teaching posts) verification of successful completion of
statutory induction period (applies to those who obtained QTS after
7 May 1999)
NB It is illegal for anyone who is barred from working with children
to apply for, or work in a school in any voluntary or paid capacity.
*In exceptional circumstances, where you have good reason not to want your
referees to be contacted prior to interview, you should set out your reasons
with your application form. The school will liaise with you and where they
agree to defer in such cases, referees will be contacted immediately after
interview and before an offer of employment is made.
6.
The school will keep and maintain a single central record of recruitment and
vetting checks, in line with the DCSF requirements.
7.
The school requires all staff and volunteers who are convicted or cautioned
for any offence during their employment to notify the school, in writing of the
offence and penalty.
8.
All posts within the school are exempt from the Rehabilitation of Offenders
Act 1974 and therefore all applicants will be required to declare spent and
unspent convictions, cautions and bind-overs, including those regarded as
spent and have an Enhanced Criminal Records Disclosure. A previously
issued Criminal Records Disclosure Certificate will only be accepted in
certain restricted circumstances.
The School is committed to ensuring that people who have been convicted
are treated fairly and given every opportunity to establish their suitability for
positions. Having a criminal record will not necessarily be a bar to obtaining
a position. This will depend on the background, nature and circumstances of
the offence(s). The School’s Recruitment (Pre-employment checks)
Procedure outlines the considerations that will be taken into account when
determining the relevance of a criminal record to the post.
The Criminal Records Bureau has published a Code of Practice and
accompanying explanatory guide. This School is committed to ensuring that
it meets the requirements of the Criminal Records Bureau in relation to the
processing, handling and security of Disclosure information.
A copy of the School’s Recruitment Procedure is available from the school upon
request.
December 2012